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The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.

Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.

The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.

This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.

This paper aims to compare three closed non-planar wing configurations with a reference conventional wing-plus-horizontal tail aircraft, considering structural aspects, weights and aerodynamic characteristics, as well as operational issues, such as cruise performance.

A vortex lattice code is used and coupled with an in-house code for structural beam calculation subroutine to evaluate the configurations as a function of the four main parameters identified in the study.

The study concludes that the non-planar wing configurations have better performances than a conventional aircraft. Moreover, the joined-wing configuration seems to be better than the others, including the box-wing configuration, achieving an increase of 17 per cent in the range for maximum payload compared to the reference aircraft and a 3 per cent reduction of maximum take-off weight.

In the study, characteristic tools for a conceptual design are used, and, thus, absolute results should be considered with caution. Nonetheless, as all the cases are studied in the same way, there is a good precision in comparative or relative results.

The work shows that the non-planar wing configurations can be used as an alternative to the conventional aircraft to meet the objectives for the future of the aviation industry.

Non-planar wing configurations are able to reduce fuel consumption. Their use could lead to reductions in pollutant emissions and the impact on the environment of commercial aviation.

This study considers aerodynamic and structural aspects at the same time, as well as several non-planar wing configurations, making possible to obtain a more realistic comparison between them.

The purpose of this paper is to provide empirical evidence of the relationship between altruistic leader behavior and radical innovation, using organizational learning as an explanatory variable.

To confirm the hypotheses, structural equations were used on a data set from a survey carried out on Spanish firms with recognized excellence in human resources management.

The study empirically validates the conceptual model. Results suggest that organizational learning capability fully mediates the relationship between altruistic leader behavior and radical innovation.

The database used in the study is very heterogeneous. Future research might delimit the database by organization size or sector.

Results suggest ideas for organizations that want to implement a working environment that fosters innovation performance in order to achieve radical innovations.

This is one of the few studies to concentrate on altruistic leader behaviors as such. This paper contributes to understanding how altruistic leader behavior affects radical innovation and the key role played by organizational learning capability.

A computer program named DOTIG1 was developed for the study, in the time domain, of the interaction of transient electromagnetic pulses (EMP) with structures modelled by thin wires. The numerical procedure used is described and the results obtained with DOTIG1 are compared with those obtained, in the frequency domain, by other authors, using the Fourier transform. The comparison is specifically applied to the scattering cases from a simple stick model of an aircraft, from a wire cross in front of an infinite perfect conductor and from a junction of two wires with different radii.

This paper describes a computer program DOTIG4, for the study in the time domain, of the interaction of transient electromagnetic pulses (EMP) with arbitrary perfect conducting (PEC) surfaces modelled by planar triangular patches. DOTIG4 is based on the solution of the Time Domain Electric Field Integral Equation (TD‐EFIE) by the method of moments (MoM) using a marching‐on‐in‐time procedure. The code is applied to transient scattering of several structures and to calculate the input impedance of several broadband antennas.

Issues associated with retirement in general, and phased transitions into retirement in particular, are taking on increased importance for a variety of reasons. Outlines those reasons, paying particular attention to the practice of mandatory retirement. Presents age dependency ratios for the OECD to highlight the importance of these issues in the context of an ageing and longer‐lived workforce relative to a smaller working age population. Then discusses the prevalence of mandatory retirement in Canada and the USA, and presents empirical evidence from Canada on variables associated with retiring because of mandatory retirement. The Canadian case is of particular interest, because mandatory retirement in Canada has generally not been banned, which is in marked contrast with the situation in the USA, where it has been banned as constituting age discrimination. The public and legal debate over the issue of mandatory retirement has also been extensive in Canada, and this debate may provide information for other countries dealing with the issue. Ends with an assessment of the extent to which mandatory retirement exerts a constraining influence on transitions into retirement. The essential argument is that its constraining impact is not as simple as it may initially appear. To the extent that mandatory retirement is an intricate part of the compensation and human resource function of firms, banning it can have important implications for those functions and, in turn, for transitions into retirement. The complexities of these issues and dramatically increasing old‐age dependency ratios will ensure that this is an area of growing importance for public policy and human resource management.

Given the continued growth in the globalization of production, working conditions in global supply chains have come under increased scrutiny. Although there has been much debate about corporate codes of conduct and monitoring procedures, the question of how buyers influence their suppliers’ working conditions at the factory level remains poorly understood. Using a unique data set based on monitoring by the International Labour Organization (ILO) and original survey data collected in Cambodia's garment sector, this study shows that the main channel linking buyers and supplier compliance performance is the nature of their relationships. Market-based relationships mediated through sourcing agents are systematically associated with poorer compliance performance. In particular, when a reputation-conscious buyer is sourcing from a factory, it has a positive effect on compliance, and their presence appears to condition relationship variables. Deterrence and learning channels are not supported by the evidence. The findings signal the need to pay more attention to the nature of buyer–supplier relationships if we seek to improve labor standard compliance. Market-based relationships motivate neither buyers nor suppliers to invest their time and resources to tackle the root causes of poor working conditions. Rather, the results here indicate the need to develop collaborative relationships marked by open dialogue, trust, and commitment, which in turn help to foster an environment supportive of continuous improvement in working conditions.